Program to Advance Gender Equity (PAGE)

Department of Medicine

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In the fall of 2016, the Department of Medicine launched the Strategic Initiative on Gender Equity. Dr. Maggie Wierman and the CU Evaluation Center identified best practices and engaged 160 faculty throughout our department and across our affiliated institutions to develop a series of recommendations on gender equity. These are summarized in the March 2017 report Supporting Gender Equity: Faculty Focus Group Results. This report prioritizes solutions based on high importance and high feasibility.

Top ranking areas for action include:

Develop hiring policies that promote equity

Improve mentorship

Improve professional development

Dedicate institutional resources to promote equity

Develop and implement programs to address unconscious bias

Create more flexible work options

Increase salary transparency (specifically: “make salaries public”)

Importantly, some of the suggestions are already ongoing or about ready to launch within the Department, as addressed in the 2017 State of the Department talk. In spring 2017 the DOM created the Program to Advance Gender Equity (PAGE), chaired by Dr. Maggie Wierman​.

Program to Advance Gender Equity (PAGE)

Committee to Advance Gender Equity (CAGE)is charged to develop a comprehensive strategy to achieve gender equity, prioritize program implementation, and advance a climate that fosters gender equity. In addition, the Committee to Advance Gender Equity will provide yearly updates on their progress to our faculty.

Compensation Equity Task Force (CE-TF)is charged with making recommendations to improve compensation equity within the DOM. Compensation is broadly defined and includes salary, retention packages, administrative support, departmental financial support, and other areas as identified by the CE-TF.

Progress Report - Salary Benchmarking and Transparency

Approved Recommendations

Two initial recommendations regarding salary transparency have been approved.

Rationale: Salary equity is the Number 1 priority topic selected by focus group participants.

64% of faculty rated “make salary public” as both a highly important and highly feasible action that would promote gender equity in DOM.